On creating good Candidate Experience & preventing burnouts!
This week we’re talking about building a good Candidate Experience and Preventing Employees’ Burnout. Join us by watching the full episode below. We’ve prepared a copy of the episode for you as well!
I scream, you scream, we all scream for… CandE. Today I’ll share an essential checklist to make sure you’re doing all you can to provide a positive Candidate Experience. And then we’ll share a hot piece of content exploring burnout myths. Welcome back to the Tea on Recruiting, where we share insightful and thought-provoking content that can help you shape your recruiting career!
Let’s check out the first article I picked.
Creating a Positive Candidate Experience
I wrote a piece on how to create a positive Candidate Experience. I still recommend you read it but I took some very quick notes from it, and here’s your checklist:
- Vital advice: apply a holistic approach
- Make your career page secure, organized, and agreeable.
- Your application process should be just like you on the dance floor: smooth and nimble.
- Notify your candidates the moment you receive their application. Send an email or, even better, call them, maybe.
- Make your hiring process clear to your candidates, and keep them in the loop. Tumbleweeds are only ever good in Westerns.
- Be reliable: don’t cancel or be late for interviews, and if you make mistakes, apologize properly and make up for it.
- During the interview, have your coached hiring managers spend at least 30’ with your candidates to give them a fair shot.
- Rejecting? Reach out via phone to anyone you’ve interacted with during a screening or an interview, email the rest. Give it 24/48h if it’s after an interview or screening, and 1-to-2 weeks otherwise.
- Share feedback with rejected candidates to improve their experience by up to 20% and embed tips and resources in your rejection emails.
- Invite them to apply to other openings in the future, and leverage your talent community
Now, onto our second piece of content.
Employee Burnout: The Biggest Myth
Let’s draw a tarot card to see your energy for the past year, shall we? Oh! Look! X of swords. Looks familiar? Buddy, the odds are – you’re toast. Did you know that 76% of employees experience burnout at least sometimes?
We read “Employee Burnout: The Biggest Myth”. Perhaps you remember how in a previous episode we stated how hiring more people from an underrepresented group doesn’t automatically translate into benefits. Well, let me share another counter-intuitive gem: working fewer hours doesn’t necessarily mean that you won’t burn out. Sure. If you work more than 50h a week your risk of experiencing burnout increases, but taking a vacation, a day off, or even burning a sick day just to survive won’t solve your problem. It’s more about how you’re managed and how you perceive your workload.
15 factors were identified. Which ones made the top 5?
- Unfair treatment at work
- Unmanageable workload
- Unclear communication from managers
- Lack of manager support
- Unreasonable time pressure
A manager can be the cause for all this, but also the cure. Train your managers properly. Employees who frequently experience burnout are 2.6 times as likely to be actively seeking a new job.
You can’t mistreat your candidates and expect their reviews on your Glassdoor page to be… you know. Good.
Shoutout to a company I won’t name. If you asked me to express how I feel in just two words they’d probably be… Serenity now! That’s right, I’m furious. There are no excuses for this behavior, since the consequences could have been life-altering for this candidate. You welcomed them to the pre-employment step, and when they told their boss about this opportunity at your company you called the candidate and told them the position was “on hold” without an end in sight. They could have easily lost their job over this. You should be ashamed of yourself.
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